Here is a list of what my best clients do:
- Understand that your commitment to the strategy is on the line everyday.
- Lead strategy formulation and implementation.
- Communicate strategy over and over.
- Ensure discipline, stick to the strategy, don’t allow diversions.
- Be in tune with changes to customers, markets, industry, and technology.
- Drive operational improvement (but don’t confuse it with strategy.)
Conduct regular reviews using metrics focused on customers and key results.
When I work with a client on organization structure, the question often comes up: “Should we design the job around the person we have, or design the organization structure and job first and then find the right person to fill the role?
The answer is not always simple, but here are two rules of thumb that can help:
- Be clear about what results are required from the position, then assess whether the person has what it takes to successfully deliver those results. Don’t change the results in an attempt to fit a person into the role.
Remember that we all have strengths and weaknesses. It is the strengths that we are primarily concerned with as long as the weaknesses don’t interfere with overall performance. Peter Drucker said to manage people for their strengths and make their weaknesses irrelevant. If you can do that, and the strengths fit the job, then go for it.